Implementing a strategic approach to pay equity

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Achieving gender equality, including gender pay equity,  is a process that takes time and conscious significant effort. Gender pay equity is about ensuring women and men performing the same role are paid the same amount, and women and men performing different work of equal or comparable value are paid equitably. This requires a valuing of skills, responsibilities and working conditions in a nondiscriminatory way.

Unintended gender biases in hiring, promotion, performance  and pay decisions can lead to incidences of pay inequity in almost every organisation. Any unfairness or perceived unfairness can negatively impact workplace productivity, employee engagement and morale, access to talent, and retention. That’s why reviewing the results of a comprehensive pay equity audit and developing a pay  equity action plan is a feature of best practice talent management, while also providing a valuable insight into your gender diversity performance.

You can download the full guide below:

Guide to gender pay equity

This guide will help you diagnose the status of pay equity in your organisation, set goals, and take practical steps to improve pay equity as part of your gender equality strategy.

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Gender-Inclusive job evaluation

For an objective and fair assessment of jobs, gender bias must be considered during job evaluation. If gender bias is not considered, it is possible that key dimensions of jobs typically performed by women are at risk of being undervalued. This can contributed to the perpetuation of the gender pay gap (International Labour Office, 2008).

Standards Australia  have developed standards for Gender-Inclusive Job Evaluation

To support organisations in adopting the standards, the WGEA has worked with a committee of job evaluation and equity specialists to produce a guide to the Australian Standards on gender-inclusive job evaluation and grading (available below).

Case study: Viva Energy